Gendered work–family conflict in Germany: do self-employment and flexibility matter?

Abstract

Applying a demands-resource approach, the present empirical study among 1395 individuals researches how flexibility and self-employment affect work-family conflict in Germany. Specifically, gender differences regarding work interference with the family and family interference with work are examined on a strain-based and time-based level. The multivariate results reveal a differentiated but surprisingly non gendered picture of the effect of self-employment and job flexibility regarding work-family conflict. Due to greater flexibility, self-employed people perceive a slightly lower time-based work-to-family conflict while their strain-based work-to-family conflict is higher than among employees. Regarding family-to-work conflict, self-employment leads to a higher level of time-based conflict, possibly because of higher expectations regarding availability. Thus, self-employment can be seen as a demand or a resource depending on the type of conflict. This study therefore contributes to a more refined understanding of the role of flexibility and self-employment in the light of literature on demands and resources.

Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals

“…The heavy workload, job insecurity and lack of benefits in self-employment might be expected to yield greater anxiety and strain than does working in an organisation, but comparative studies have found that levels of reported strain are generally similar in the two roles (Andersson, 2008;Baron et al, 2016;Baumberg and Meager, 2015;Prottas and Thompson, 2006;Tuttle and Garr, 2009). Between-role comparisons of interference from work activities to life at home are also in general statistically non-significant, although patterns differ between family situations, types of work and measures applied (König and Cesinger, 2015;Schieman et al, 2006).…”

Students' Career Preferences: Intercultural Study of Croatian and German Students

“…For Germany, although with the Tagesbetreuungsausbaugesetz (Federal Daycare Facility Expansion Act) which is effective since 2013 parents have an institutional right for daycare for their children, the demand for institutional childcare still excels the offer. As childcare is still regarded the mother's responsibility women value flexibility at work even more than men (König & Cesinger, 2015). In 2010, about 70% of the working women worked part-time whereas only 6% of the men did so (Keller & Haustein, 2012).…”

Sex, Gender Dynamics, Differential Exposure, and Work–Family Conflict

“…The influx of women into the labor force clearly sparked research and media interest in work–family issues (Eby, Casper, Lockwood, Bordeaux, & Brinley, 2005) and the identity and gender-role socialization perspectives were taken by scholars to explain how women and men might experience work–family conflict differently (Calvo-Salguero, Martínez-de-Lecea, & del Carmen Aguilar-Luzón, 2012; Cinamon & Rich, 2002; Duxbury & Higgins, 1991; Foley, Hang-Yue, & Lui, 2005; Frone, 2000; Frone, Russell, & Barnes, 1996; Fu & Shaffer, 2001; Grzywacz & Marks, 2000; Gutek, Searle, & Klepa, 1991; Lyonette, Crompton, & Wall, 2007; Minnotte, 2012; Pleck, 1977). There is, however, very little empirical evidence of this outlook as studies often report no statistically significant differences between men and women in their perceived levels of work–family conflict (Duxbury & Higgins, 1991; Eagle, Miles, & Icenogle, 1997; Frone, 2000; Kinnunen, Feldt, Geurts, & Pulkkinen, 2006; Kinnunen, Geurts, & Mauno, 2004; Kinnunen & Mauno, 1998; McIlveen et al, 2018; Minnotte, 2012) or differences on only one facet (i.e., work-to-family or family-to-work) of this bidirectional interrole conflict (Cinamon & Rich, 2002; Duxbury, Higgins, & Lee, 1994; Frone et al, 1996; König & Cesinger, 2015; McElwain, Korabik, & Rosin, 2005). Taken together, these findings suggest similar levels or overall small differences in work–family conflict reported by men and women; a conclusion supported by both qualitative (Barnett & Gareis, 2006; Eby et al, 2005; Geurts & Demerouti, 2003; Korabik, McElwain, & Chappell, 2008) and quantitative (Byron, 2005; Schockley et al, 2017) reviews.…”